MENTORSHIP DEVELOPMENT PROGRAM

The Mentor Development Program is a structured, five-stage process, specifically designed and developed to equip participants with the core mentoring competencies required to build effective mentoring relationships and deliver consistent, high-quality mentoring within this framework.

Mentoring is not merely the transfer of years of experience or telling someone “Do as I did.” It is an intentionally designed developmental relationship that enhances the mentee’s quality of thinking, clarity of decision-making, and pace of growth. Effective mentoring is built on trust and clear ethical boundaries, with objectives and scope defined from the outset. Sessions are managed through a structured flow, and each meeting concludes with concrete actions and agreed follow-up. While mentors may share relevant experience when appropriate, the real differentiation lies in applying learnable skills such as active listening, powerful questioning, framing, constructive feedback, and development planning, enabling the mentee to navigate their path more quickly and with greater confidence. For this reason, mentoring is not an informal, well-intentioned conversation; it is a professional practice that requires structure, discipline, and a defined skill set.

Mentoring is not only a way for the mentee to acquire knowledge; it is a powerful development accelerator that strengthens how individuals think and act. Through the right questions and structured reflection, it builds clarity, supports more robust decision-making, enables deliberate use of strengths, and translates development needs into an actionable plan. From an organizational perspective, mentoring strengthens continuity by ensuring critical knowledge and experience are transferred beyond individuals, deepens the talent pipeline, accelerates role transitions and onboarding, and reinforces engagement and retention. More importantly, mentoring is one of the most effective, yet often understated, mechanisms for building culture: organizational values, ways of working, operating standards, and informal norms are internalized through modeling within a trusted relationship rather than through formal instruction. As a result, mentoring functions as a strategic lever that elevates individual performance while strengthening organizational resilience, turning culture into everyday behaviors.

STRUCTURE AND IMPLEMENTATION OF THE PROGRAM

Phase 1 - Training: Participants develop fundamental mentoring skills through a hands-on, experience-based learning approach in a 3-day, 21-hour training program.

Phase 2 - Field Application: Participants conduct real mentoring sessions in line with the learning outcomes. This experience helps them identify their strengths, areas for development, and underlying perspectives. It also reveals factors that may limit the effective application of learning.

Phase 3 - Coaching Sessions (Optional, recommended) : Participants reinforce learning through online coaching sessions, address areas for improvement identified during field practice, and strengthen their preparation for the next application cycle.

Phase 4 - Field Application 2 : Participants reapply their mentoring skills in the field. They further strengthen learning outcomes by integrating insights from the initial field application and, where appropriate, outcomes clarified in coaching sessions.

Phase 5 - Supervision Sessions (Optional, recommended) : Participants conduct an online mentoring session with a mentee while the Program Leader observes the session from start to finish. The Program Leader monitors the session and provides structured, actionable feedback afterward. The feedback focuses on the session structure, skill application, communication approach, and key areas for development.

WHY COACHING SESSIONS?

A participant’s ability to develop mentoring competence is directly linked to shifting their current perspective and approach toward a mentor mindset and mentoring approach. For this reason, coaching support within the program is effective and recommended, as it helps enable this transformation at the highest possible level by working with participants’ established patterns and mindsets, grounded in the knowledge and learning provided during the training.
Through this coaching support, after initial field experience participants can use coaching sessions to explore and address internal and external resistance, challenges, or barriers they may encounter when translating training takeaways into practice, as well as the development areas that emerge when moving from intention to consistent action and behavior.

WHY SUPERVISION SESSIONS?

Supervision Sessions strengthen mentoring quality by turning real practice into measurable development. By observing a live mentoring conversation, the Program Lead can provide objective, structured, and actionable feedback on session flow, skill application, and communication impact, helping the mentor identify blind spots that are difficult to notice on their own. This accelerates capability building, increases consistency and confidence, and supports a shared standard of mentoring excellence across the organization.

CONTENT OF THE PROGRAM TRAINING

What mentoring is, and what it is not
Viewing mentoring as a communication process
Developing core mentoring skills through a coaching approach
The mentor’s experience sharing and techniques
The mentor–mentee relationship and ethics
Structuring the mentoring process and mentoring sessions
The mentor’s toolkit (a learning-by-doing and internalization approach)
Critical evaluation areas in mentor–mentee matching

The training content is delivered through a learn-see-apply approach, combining knowledge transfer, live demonstration examples delivered by the Program Leads, and participant practice through mutual application and reinforcement with one another.

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